RES-2017-067RESOLUTION NO 2017- 0 6 7
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM ADOPTING
A MEMORANDUM OF UNDERSTANDING ESTABLISHING
TERMS AND CONDITIONS OF EMPLOYMENT FOR EMPLOYEES IN
CLASSIFICATIONS REPRESENTED BY THE ANAHEIM MUNICIPAL EMPLOYEES
ASSOCIATION, PART-TIME UNIT
WHEREAS, Chapter 1.06 of the Anaheim Municipal Code establishes the employer-
employee relations system for the City; and
WHEREAS, Chapter 1.06, Section 1.06.100 requires the Memorandum of Understanding
to be presented to the City Council for determination; and
WHEREAS, the City Council of the City of Anaheim finds that approval of a new
Memorandum of Understanding executed on March 30, 2017, between the Anaheim Municipal
Employees Association, Part -Time Unit and the City of Anaheim in the best interest of the City
of Anaheim.
NOW, THEREFORE BE IT RESOLVED by the City Council of the City of Anaheim
that the Memorandum of Understanding between the Anaheim Municipal Employees
Association, Part -Time Unit and the City of Anaheim executed by the City Management
Representative and the Anaheim Municipal Employees Association, Part -Time Unit on March 30,
2017, as set forth in the document attached hereto and incorporated by reference herein, be and
the same is hereby adopted and that the effective date of such Memorandum of Understanding
shall be January 4, 2017 through January 3, 2018.
BE IT FURTHER RESOLVED that Resolution No. 2015-172 is hereby repealed
effective January 4, 2017.
THE FOREGOING RESOLUTION is approved and adopted by the City Council of the
City of Anaheim this 25th day of April, 2017 by the following roll call vote:
AYES: Mayor Tait and Council Members Vanderbilt, Murray,
Barnes, Moreno, Kring, and Faessel
NOES: None
ABSENT: None
ABSTAIN: None
MAYOR OF THE CITY OF ANAHEIM
ATTE :
CITY CLERK OF THE CITY OFA AHEIM
MEMORANDUM OF UNDERSTANDING
between the
ANAHEIM MUNICIPAL
EMPLOYEES ASSOCIATION
PART-TIME UNIT
and the
CITY OF ANAHEIM
January 4, 2017 through January 3, 2018
TABLE OF CONTENTS
ARTICLE2 - PURPOSE....................................................................................................... 4
ARTICLE3 - RECOGNITION.............................................................................................
4
ARTICLE 4 - EMPLOYEE RIGHTS....................................................................................
4
ARTICLE 5 - MANAGEMENT RIGHTS............................................................................
5
ARTICLE 6 - NOTIFICATION.............................................................................................
5
ARTICLE 7 - CONSULTATION.........................................................................................
6
ARTICLE8 - DISCUSSION.................................................................................................
6
ARTICLE 9 - MEET AND CONFER...................................................................................
7
ARTICLE 10 - AMEA ORGANZATION............................................................................
7
ARTICLE 11 - CHECK-OFF................................................................................................
9
ARTICLE12 - GENERAL....................................................................................................
9
ARTICLE 13 - PAYROLL DEDUCTIONS.........................................................................
9
ARTICLE 14 - SALARY RELATIONSHIPS....................................................................
10
ARTICLE 15 - COMPENSATION.....................................................................................
11
ARTICLE 16 - MULTIPLE APPOINTMENTS.................................................................
12
ARTICLE 17 - HOURS OF WORK AND PAY DAY .......................................................
13
ARTICLE 18 - APPOINTMENTS AND PROMOTIONS .................................................
14
ARTICLE19 - PROBATION.............................................................................................
15
ARTICLE20 - TRAINING.................................................................................................
15
ARTICLE 21 - REDUCTION IN FORCE ................................................
ARTICLE 22 - REINSTATEMENT.........................................................
ARTICLE 23 - OTHER EMPLOYMENT ................................................
ARTTC'T.F. ?4 - CF.RVTCF. PTHC
ARTICLE 25 - BILINGUAL PAY............................................................
ARTICLE 26 - PREMIUM PAY...............................................................
ARTICLE 27 - STANDBY.......................................................................
ARTICLE 28 - DISCIPLINE.....................................................................
ARTICLE 29 - GRIEVANCE PROCEDURE ..........................................
ARTTCLF. 30 - FMPT.(-)YF.F. AVATLARTLTTY ANT) T.F.AVRC
ARTICLE 31 - MILITARY LEAVE.........................................................
ARTICLE 32 - TRAVEL AND MILEAGE EXPENSE ..........................
........................ 16
........................ 16
........................ 17
19
19
20
22
23
..................... 23
ARTICLE 3] -HEALTH INSURANCE -------------------_-----.23
ARTICLE34 - PENSIONS ................................................................................................. 24
ARTICLE 35 -PHYSICAL EXAMINATIONS --......_.....—_,.—._..—.--.—....—.25
ARTICLE 36- VACATION BENEFIT .............................................................................. 25
ARTICLE 37- NOTIFICATION OF CONTRACTING OUT ........................................... 2b
ARTICLE 3@- CONSTRUCTION ..---.—.—_.—,...—.....-....—.—..--.'—.—.—...,26
ARTICLE 34 - SAVINGS CLAUSE ........................................................................ .......... 26
ARTICLE 40-N(}STRIKE ................................................................................................ 2h
ARTICLE 4l- DURATION ...—.—...—.—........—.—.....'....—..--_....—.—.......--7@
January4,2A|7toJune 20,20l7......................................................................................... 3U
June302017to January 3,20l@......................................................................................... ]l
ARTICLE 1 - PREAMBLE
1.1 The wages, hours, and conditions of employment that are set forth in this
Memorandum of Understanding (hereinafter "MOU") have been discussed and
jointly proposed by and between the staff officials of the City of Anaheim
(hereinafter "ANAHEIM") and the Anaheim Municipal Employees Association
Part -Time Unit (hereinafter "AMEA") and shall apply to all the employees of
ANAHEIM working in the classifications set forth in Appendix "A".
1.2 The terms and conditions of employment that are set forth in this MOU have been
discussed in good faith between the staff officials of ANAHEIM and AMEA.
AMEA agrees to recommend acceptance by its members of all of the terms and
conditions of employment as set forth herein, and the staff officials of ANAHEIM
agree to recommend to the Anaheim City Council that all of the terms and
conditions of employment as set forth herein be incorporated in full in a resolution
by the City Council. Upon adoption of such a resolution, all the terms and
conditions of this MOU, so incorporated, shall become effective without any further
action by either party.
ARTICLE 2 - PURPOSE
2.1 The objectives of the parties to this MOU are to promote full communication
between ANAHEIM and its employees and to promote the improvement of
employer-employee relations within the municipal government by providing a
uniform basis for recognizing the right of employees to join organizations of their
own choice and be represented by such organizations in their employment
relationships with ANAHEIM.
ARTICLE 3 - RECOGNITION
3.1 ANAHEIM hereby recognizes AMEA as the bargaining representative for all its
members to the fullest extent allowable under California law applying to public
employees. As public employees, such employees shall have the right to discuss
individual problems of employment with ANAHEIM, provided that upon request of
the employee, AMEA shall be kept fully informed and have the right to be present
at all such meetings between ANAHEIM and the individual.
ARTICLE 4 - EMPLOYEE RIGHTS
4.1 Employees shall have all rights granted to public employees under California law.
Employees shall have the right to form, join, and participate in the activities of
employee organizations of their own choosing for the purpose of representation on
all matters of employer-employee relations. Employees also have the right to refuse
E!
to join or participate in the activities of employee organizations and shall have the
right to represent themselves individually in their employment relations with
ANAHEIM. No employee shall be interfered with, intimidated, restrained, coerced,
or discriminated against by ANAHEIM or by any employee organization because of
his/her exercise of these rights.
4.2 The wages, hours, and conditions of employment that are set forth in this MOU
have been discussed and jointly proposed by and between ANAHEIM and AMEA
and shall apply to employees of ANAHEIM working in the classifications set forth
in Appendix "A."
ARTICLE 5 - MANAGEMENT RIGHTS
5.1 Management exclusively retains all its inherent rights, functions, duties, and
responsibilities, except where specifically limited in this document. The rights of
management include, but are not limited to, the exclusive right to consider the
merits, necessity, or organization of any service or activity provided by law or
administrative order; determine the mission of its constituent departments,
commissions, and boards; set standards of service and performance; determine the
procedures and standards of selection for employment, training, and promotion;
direct its employees; establish work schedules and work assignments; evaluate
employee performance; take disciplinary action; relieve its employees from duty
because of lack of work or other legitimate reasons; maintain the efficiency of
ANAHEIM's operations; determine the methods, means, and personnel by which
ANAHEIM's operations are to be conducted; classify and reclassify positions;
determine the content of job classifications; contract out work and transfer work
into or out of the unit; take all necessary action to carry out its mission in
emergencies; and exercise complete control and discretion over its organization and
the technology of performing its work.
5.2 The exercise of the foregoing powers, rights, authority, duties, and responsibilities
by management; the adoption of policies, rules, regulations, and practices in
furtherance thereof; and the use of judgment and discretion in connection therewith,
shall be limited only by the law and by the specific and express terms of this MOU,
and then only to the extent such specific and express terms are in conformance with
the law.
ARTICLE 6 - NOTIFICATION
6.1 Reasonable written notice shall be given by the City Management Representative to
AMEA of any proposed ordinance, resolution, rule, or regulation directly relating to
matters within the scope of representation to be presented to the City Council for
determination„ and AMEA shall be given the opportunity to meet with the City
Management Representative prior to submission to the City Council for
determination.
6.2 In cases of emergency when the City Council determines that an ordinance,
resolution, rule, or regulation must be adopted immediately without prior notice or
meeting with AMEA, the City Management Representative shall provide such
notice at the earliest practicable time following adoption of such ordinance,
resolution, rule, or regulation.
ARTICLE 7 - CONSULTATION
7.1 The City Management Representative, after consultation in good faith with
representatives of AMEA, may recommend adoption of reasonable rules and
regulations for the administration of employer-employee relations. The City
Management Representative shall consult in good faith with representatives of
AMEA on employer-employee relations matters which affect them, including those
that are not subject to the meet and confer process.
ARTICLE 8 - DISCUSSION
8.1 It is the intent of both parties to maintain an open line of communication for the
betterment of employer-employee relations. Any issue not pertaining to grievances
or grievable issues may be discussed by AMEA or ANAHEIM at either party's
request.
8.2 A party requesting a discussion may orally or in writing notify the other party of the
subject to be discussed. Thereafter, a meeting shall be promptly arranged, at which
meeting not more than two (2) AMEA members and the labor representative of
AMEA may be present.
8.3 If the parties are not able to resolve the issue after three (3) meetings, the issue will
be considered dropped, unless both parties agree to meet additional times.
8.4 If the discussion process results in an agreement between the City Management
Representative and AMEA to amend this MOU, such agreement shall be
incorporated in a written Letter of Understanding (hereinafter "LOU"), signed by
the City Management Representative and AMEA representatives. The matter(s)
incorporated in the LOU shall be presented to the City Council, or its statutory
representative, for determination.
10
ARTICLE 9 - MEET AND CONFER
9.1 The City Management Representative and representatives of AMEA shall have the
mutual obligation personally to meet and confer in order to freely exchange
information, opinions, and proposals, and to endeavor to reach agreement on
matters within the scope of representation. Nothing herein precludes the use of any
impasse procedure authorized by law whenever an agreement is not reached during
the meet and confer process and the use of such impasse procedure is mutually
agreed upon by the City Management Representative and AMEA.
9.1.1 When the meet and confer process results in agreement between the City
Management Representative and AMEA, such agreement shall be
incorporated in a written MOU and shall be signed by the City
Management Representative and AMEA representatives. The matters
incorporated in the MOU shall be presented to the City Council, or its
statutory representative, for determination.
9.2 The City Management Representative shall not be required to meet and confer in
good faith on any subject preempted by federal or state law or by the City Charter
nor shall he/she be required to meet and confer on management or employee rights
as herein defined. Proposed amendments to this ARTICLE are excluded from the
scope of meet and confer.
ARTICLE 10 - AMEA ORGANZATION
10.1 AMEA representatives are those elected or appointed in accordance with the
constitution and bylaws of AMEA. ANAHEIM recognizes AMEA's right to
appoint employee representatives.
10.1.1 AMEA shall notify in writing the City Management Representative of
the names and job class titles of its officers, employee representatives,
and other representatives each time an election is held or new
appointments are made.
10.1.2 An employee elected or appointed as an officer or employee
representative of AMEA shall be required to work as scheduled in their
respective job class and shall not interrupt the work of other employees.
10.2 AMEA officers and representatives (subject to the provisions of ARTICLE 3 -
RECOGNITION) shall be permitted to visit employee work locations for the
purpose of observing working conditions; however, such visits shall not interrupt
the work of such employees, nor interfere with the normal operations of the
department or with established safety requirements.
7
10.2.1 AMEA officers and representatives shall not enter any work location
without the approval of the Human Resources Department and the
Department Head, Division Head, or other appropriate manager or
supervisor.
10.2.2 Solicitation of membership and all activities concerned with the internal
management of AMEA, such as collecting dues; holding membership
meetings; preparing petitions or grievance material; preparing proposals;
campaigning for office, conducting elections, and distributing literature;
etc., shall not be conducted during working hours.
10.3 In the event that AMEA is formally meeting and conferring with representatives of
ANAHEIM on matters within the scope of representation during regular City
business hours, a reasonable number of officers, employee representatives, or other
officials of AMEA shall be paid their regular hourly rate of pay when they are
attending the meet and confer sessions for any hours for which they were scheduled
to work.
10.3.1 Such meetings are subject to scheduling in a manner consistent with
operating needs and work schedules. Work schedules will not be
modified to ensure nor to avoid payment to part-time employees
attending meet and confer sessions.
10.3.2 Officers, employee representatives, and representatives of AMEA shall
not leave their duties, work stations, or assignments without the
knowledge of the Department Head, Division Head, or other appropriate
manager or supervisor.
10.3.3 ANAHEIM will pay employees who are released from work for AMEA
business at AMEA expense and will bill AMEA at the employee's
regular rate of pay. ANAHEIM and AMEA will jointly and severally be
responsible for Workers' Compensation and General Liability when
such employees are off work for AMEA business at AMEA expense.
10.4 ANAHEIM shall furnish a bulletin board at mutually agreeable, specific locations
for the purpose of posting notices pertaining to AMEA business and shall determine
what reasonable portion of bulletin boards are to be allocated to AMEA.
10.4.1 All posted materials must be dated and must identify AMEA. If AMEA
does not abide by these provisions, it will forfeit its right to have
materials posted on ANAHEIM's bulletin boards.
10.5 ANAHEIM shall allow AMEA to conduct meetings in City facilities. Such
meetings shall be scheduled in accordance with regulations governing use of public
meeting rooms at City facilities.
PIC
ARTICLE 11 - CHECK -OFF
11.1 ANAHEIM agrees to check -off for the payment of the regular monthly AMEA dues
and to deduct such payments from the wages of all AMEA members and employees
when authorized to do so by said members and employees and remit such payments
to AMEA in accordance with the terms of signed authorizations of such members
and employees. The deduction of such dues and the remittal of same by ANAHEIM
to AMEA shall constitute payment of said dues and initiation fees by such members
and employees to AMEA.
ARTICLE 12 - GENERAL
12.1 It is hereby the declared personnel policy of ANAHEIM that:
12.1.1 Tenure of employees shall be subject to good behavior, satisfactory
work performance, necessity for the performance of work, and the
availability of funds;
12.1.2 Employment shall be based on merit and fitness, free of personal and
political considerations;
12.1.3 Appointments, promotions, and other actions requiring the application of
the merit principle shall be based on systematic tests and/or evaluations;
12.1.4 Positions having similar duties and responsibilities shall be classified
and compensated on a uniform basis.
12.2 ANAHEIM shall be the sole judge of the testing, qualification, and acceptance
procedures of all applicants for employment and promotion and ANAHEIM retains
the right to reject any applicant for employment; provided, however, that testing
and/or rejection shall not be done to discriminate for or against an applicant because
of AMEA or non-AMEA membership or for any other criteria as defined in
California Government Code Section 12940 et seq., except where such criteria is a
bona fide occupational qualification.
ARTICLE 13 - PAYROLL DEDUCTIONS
13.1 Deductions of authorized amounts may be made from employees' pay for the
following purposes:
13.1.1 Withholding tax;
13.1.2 Contributions to retirement benefits;
0
13.1.3 Contribution to survivors' benefits;
13.1.4 Payment of hospitalization and major medical insurance premiums;
13.1.5 Payment to or savings in Orange County's Credit Union;
13.1.6 Contributions to the City Employees Annual Charities Fund Drive;
13.1.7 Payment of membership dues to AMEA; and
13.1.8 Other purposes as may be authorized by the City Council.
ARTICLE 14 - SALARY RELATIONSHIPS
14.1 ANAHEIM and AMEA agree that wages for all classifications represented by
AMEA shall be based on the salary relationships shown below. The rates in
Appendix "A" reflect an agreed upon implementation plan to these salary
relationships.
Part -Time Forensic Specialist I (100%)
Part -Time Forensic Specialist II
Part -Time Park Ranger (100%)
Part -Time Senior Park Ranger
1.091 x Part -Time Forensic
Specialist I
1.368 x Park Ranger
Part -Time Property & Evidence Technician (100%)
Part -Time Traffic Control Assistant (100%)
Part -Time Traffic Controller 1.269 x Traffic Control
Assistant
Part -Time Police Dispatcher II (100%)
Part -Time Police Dispatcher I .900 x Police Dispatcher II
Part -Time Police Communications Operator .7673 x Part -Time Police
Dispatcher II
Part -Time Senior Police Dispatcher 1.1255 x Part -Time Police
Dispatcher II
Part -Time Police Communications Supervisor 1.279 x Part -Time Police
Dispatcher II
Part -Time Police Records Specialist II (100%)
Part -Time Police Records Specialist I .900 x Part -Time Police
Records Specialist II
10
Part -Time Senior Police Records Specialist
Part -Time Laborer (100%)
Part -Time Library Clerk (100%)
Part -Time Librarian
Part -Time Library Page
Part -Time Library Page Driver
Part -Time Library Technician
Part -Time Senior Library Clerk
Part -Time Bookmobile Clerk
1.200 x Part -Time Police
Records Specialist II
1.750 x Part -Time Library Clerk
.600 x Part -Time Library Clerk
.75 x Part -Time Library Page
1.400 x Part -Time Library Clerk
1.235 x Part -Time Library Clerk
1.2640 x Part -Time Library Clerk
Part -Time Program Specialist (100%)
Part -Time Senior Program Specialist 1.2655 x Part -Time Program Specialist
ARTICLE 15 - COMPENSATION
15.1 Wages for the various classifications shall be set forth in Appendix "A" attached to
this MOU and by this reference made a part hereof. The City Management
Representative will not recommend any revision or modifications to this MOU
without first consulting on such recommendation with AMEA.
15.2 Newly hired employees shall normally be compensated at the lowest step of the
salary schedule of the job class for which he/she was hired. ANAHEIM may hire at
a higher step in the salary schedule through the `B" step without approval of the
City Manager.
15.3 Part -Time employees in classifications listed in Appendix "A" shall be eligible for
consideration for merit pay increases to the next higher salary step after one
thousand and forty (1,040) hours in a salary step.
15.4 An incumbent employee reclassified with his/her position to a lower job class shall
be placed in the step of the lower salary schedule closest to his/her rate of pay, and
shall retain his/her record of step hours worked for the purpose of merit pay
increases. If the ninth (91h) step of the salary schedule of the lower job class is
lower than the incumbent's rate of pay, the rate of pay shall be identified as the "Y"
step of the lower salary schedule. An employee compensated at the "Y" step
because of a downward reclassification shall remain in the "Y" step until such time
as his/her job class is assigned to a salary schedule in which the ninth (9th) step is
equivalent to or higher than the "Y" step, at which time the employee shall be
placed in the ninth (9th) step.
15.5 An employee who is promoted or reclassified with his/her position to a higher job
class shall be placed in the step of the higher salary schedule that will provide a pay
11
increase of not less than four percent (4%) except when the ninth (9th) step of the
higher salary schedule provides a pay increase of less than four percent (4%).
Consideration for merit pay increases shall be in accordance with ARTICLE 15.3
above and shall be based on step hours worked in the higher job class.
15.6 An employee who is demoted for cause shall be placed in the step of the lower job
class that will provide a reduction in pay of not less than four percent (4%). An
employee who requests and is granted a voluntary demotion may be placed in any
salary step in the new salary schedule that does not provide an increase in the
hourly rate. Employees who are demoted, whether voluntary or for cause, shall be
eligible for consideration for merit pay increases in accordance with ARTICLE 15.3
above based on step hours worked in the lower job class.
15.7 Any action concerning an employee's status of employment shall be processed on a
Personnel Action Form. Such status shall become effective upon action by a
management employee who has responsibility for authorizing such action. All
employees shall receive a true copy of any personnel action taken concerning
his/her status of employment.
ARTICLE 16 - MULTIPLE APPOINTMENTS
16.1 ANAHEIM and AMEA agree that employees working in classifications listed in
Appendix "A" may be appointed to more than one (1) job classification
simultaneously. Employees so appointed will be compensated for the actual hours
worked in each job classification as the applicable salary schedule rate. Employees
may be assigned to one (1) or more classifications that are not within the scope of
representation of AMEA.
16.2 No employee shall be allowed multiple appointments to more than one (1)
department, nor shall an employee be allowed multiple appointments to
classifications assigned to different PERS retirement plans.
16.3 Employees appointed to additional classifications, in accordance with this
ARTICLE, shall normally be placed in the closest salary step of the new
classification that does not provide a decrease in pay.
16.4 The various terms and conditions of employment under this MOU shall apply only
to hours worked in a classification listed in Appendix "A", except that:
16.4.1 The provisions of section 17.3.1 and 17.3.2 imposing limits on hours
worked in a fiscal year shall apply to the aggregate of hours worked in
all appointments.
16.4.2 Discipline that may be imposed on an employee who has one (1) or
more appointments to a job classification listed in Appendix "A" shall
12
be considered a matter subject to review through the grievance
procedure under this MOU without regard to the employee's actual
assignment at the time of the incident giving rise to the disciplinary
action.
16.5 Eligibility for consideration for merit pay increases shall be based on step hours
worked in each separate classification, and merit pay increases shall be granted only
for the classification in which the employee has established eligibility.
16.6 An employee in the classification of Part -Time Park Ranger who is assigned
responsibility for training and/or evaluating newly hired employees shall be
assigned the additional classification of Part -Time Senior Park Ranger, and shall be
paid as a Senior Park Ranger for all hours spent training and evaluating newly hired
employees.
16.7 An employee in the classification of Part -Time Traffic Control Assistant who is
assigned responsibility for training and/or evaluating newly hired employees shall
be assigned the additional classification of Part -Time Traffic Controller, and shall
be paid as a Part -Time Traffic Controller for all hours spent training and evaluating
newly hired employees.
ARTICLE 17 - HOURS OF WORK AND PAY DAY
17.1 Employees shall be scheduled to work as needed and to cover peak periods and
absences of other employees. Hours are irregular and based on need and may be
full days or partial days. Except as provided in section 17.5 below, there shall be no
minimum number of hours guaranteed.
17.1.1 ANAHEIM and AMEA agree that availability is a condition of
employment. An employee who does not maintain his/her availability,
does not report as scheduled, or is otherwise absent without leave may
be subject to discipline up to and including dismissal.
17.2 Regular salaries and compensation of all employees shall be paid on a biweekly
basis.
17.3 ANAHEIM has determined a need to set forth criteria for defining groups of
employees engaged in limited employment who are covered by this MOU.
Accordingly, the following categories are hereby established.
17.3.1 Part -Time Employees: This category is limited to employees hired to
work an average of less than twenty (20) hours per week on an ongoing
basis (maximum hours permitted by California Public Employees'
Retirement Law for exclusion from Public Employees' Retirement
System membership in any fiscal year).
13
17.3.2 Part -Time — Thirty (30) Hour Employees: This category is limited to
those employees who on a yearly average work more than the maximum
hours permitted by California Public Employees' Retirement Law for
exclusion from Public Employees' Retirement System membership but
less than thirty (30) hours per week on an ongoing basis (maximum one
thousand five hundred sixty (1,560) hours) in any fiscal year.
17.4 The number of positions in each category shall vary in accordance with
ANAHEIM's requirements and shall be established by ANAHEIM. Assignment of
personnel to these positions shall be made by ANAHEIM.
17.5 Authorized Hours: Employees in classifications listed in Appendix "A"
designated by a "3" before the schedule number shall be guaranteed a minimum of
three (3) hours paid at their regular hourly rate upon reporting for work, except
when scheduled for meetings or training the guarantee shall be two (2) hours.
ARTICLE 18 - APPOINTMENTS AND PROMOTIONS
18.1 Appointments and promotions shall be based on merit and fitness to be ascertained
so far as practicable by competitive examinations. Examinations shall be used and
conducted to aid in the selection of qualified employees, and shall consist of
recognized selection techniques, which will, in the opinion of the Human Resources
Director, test fairly the qualifications of candidates.
18.2 Minimum standards of employment for each job class shall be recommended by the
Human Resources Director and approved by the City Manager.
18.3 At such times as the appointing authority with concurrence of the Human Resources
Director determines that it is the best interests of the City to promote from within,
promotions shall be on a competitive basis except when the Human Resources
Director finds that the number of employees qualified for promotion is insufficient
to justify competition.
18.4 Advancement to a higher paid job class shall constitute a promotion.
18.5 Examinations for appointments and promotions shall be in such form as will fairly
test the abilities and aptitudes of candidates for the duties to be performed, so that
such appointments and promotions will be solely based on qualifications without
regard to race, color, creed, national origin, religious, or political affiliation or
belief, membership in or attitude toward any employee organization, sex, age, or
physical disability, except where sex, age, or lack of physical disability is a bona
fide occupation qualification.
14
ARTICLE 19 - PROBATION
19.1 Employees working in classifications listed in Appendix "A" shall serve a
probationary period of twelve (12) months. Upon successful completion of a
probationary period, an employee shall be considered to have part-time regular
status in the classification in which the probationary period is served.
19.1.1 In the event an employee is assigned to light duty or is absent from work
due to a lengthy illness or injury during the probationary period, said
employee's probationary status may be extended beyond the regular
period of probation in the amount of one (1) complete biweekly pay
period for each complete biweekly pay period assigned to light duty or
lost to illness or injury.
19.2 The work and conduct of probationary employees shall be subject to close scrutiny.
An employee shall be retained beyond the end of the probationary period only if the
appropriate Executive Manager affirms that the work and conduct of the employee
have been found to be satisfactory. If the work and conduct of a probationary
employee is found to be below standards to the department, the appropriate
Executive Manager may reject the probationer at any time during the probationary
period. Such rejections shall not be subject to review or appeal unless such
rejection is alleged to be contrary to the provisions of any state or federal law, or the
Personnel Ordinance and/or the Personnel Resolution, and then such review/appeal
will be limited to that which is required by law, ordinance, or resolution.
19.3 ANAHEIM will make every reasonable effort to return an employee rejected or laid
off during the probationary period to the classification in which he/she had regular
status, unless the reasons for his/her failure to complete the probationary period
would be cause for dismissal. If not returned to his/her former classification, the
employee shall be separated from employment with ANAHEIM.
ARTICLE 20 - TRAINING
20.1 The Human Resources Director shall encourage the improvement of service by
providing employees with opportunities for training, including training for
advancement and for general fitness for public service.
20.1.1 Reimbursement to employees for training costs incurred for formalized
training shall be in accordance with regulations established by the City
Manager.
20.1.2 There shall be no compensation for ti
purpose of education or training of any
required by the appropriate Executive
Manager's designated representative.
15
me spent in meetings for the
kind unless such attendance is
Manager or the Executive
20.2 Employees in a classification listed in Appendix "A" shall be allowed the
opportunity to enroll in an ANAHEIM sponsored training course once each
calendar year. To be approved, courses must be in one (1) of the four (4) core
competency areas identified in the City's training plan (Interpersonal Skills,
Technical Proficiency, Achieves Results, or Responsive Customer Service). In the
event an employee requests a course that is not included in the City's Training
Catalog, the Human Resources Director shall determine whether the course
curriculum satisfies one (1) or more of the required core competency areas.
ARTICLE 21 - REDUCTION IN FORCE
21.1 ANAHEIM and AMEA agree that ANAHEIM will notify AMEA of a planned
reduction in work hours or layoffs which may affect employees represented by the
AMEA at the same time or prior to notification of individual employees.
21.2 When notice is provided in accordance with ARTICLE 21.1 above, ANAHEIM and
AMEA agree to meet and confer regarding the basis upon which work hours will be
reduced or employees will be laid off. If the parties are unable to come to an
agreement within twenty-one (21) calendar days of the date that ANAHEIM
provided notice under this ARTICLE, employees shall be laid off from their
position on the basis of City seniority, from the least senior to the most senior.
"Seniority" shall be determined on the basis of the employee's hire date without
regard to the number of actual hours worked.
ARTICLE 22 - REINSTATEMENT
22.1 An employee who terminates employment in good standing may be reinstated to a
vacant position in his/her former job class within three (3) years of his/her
termination date without re -qualifying for employment by competitive process.
22.1.1 An employee reinstated within thirty (30) days of his/her termination
date shall be considered to have continuous service and shall not serve a
new probationary period. He/she shall be placed in his/her former salary
step and shall retain his/her record of step hours worked for the purpose
of merit pay increases.
22.1.2 An employee reinstated after thirty (30) days of his/her termination date
shall serve a new probationary period and shall be considered to have
broken service for the purpose of merit pay increases.
16
ARTICLE 23 - OTHER EMPLOYMENT
23.1 AMEA agrees that employees may not engage in other employment that constitutes
a conflict of interest as defined by section 1126 of the California Government Code.
A Department Head, as a condition of continued employment, may require an
employee to terminate his/her other employment when he/she determines that a
conflict of interest exists. An employee may appeal such a determination to the
Human Resources Director whose decision shall be final and binding.
ARTICLE 24 - SERVICE PINS
24.1 Service awards, in the form of service pins or the equivalent, shall be presented to
employees in classifications listed in Appendix "A" for:
Five (5) years of service;
Ten (10) years of service;
Fifteen (15) years of service;
Twenty (20) years of service;
Twenty-five (25) years of service;
Thirty (30) years of service;
Thirty-five (35) years of service; and
Forty (40) years of service.
Such service awards shall also be presented to an employee upon his/her retirement.
ARTICLE 25 - BILINGUAL PAY
25.1 Employees required to speak Spanish or other languages (including sign language),
as well as English as part of the regular duties of their position will be compensated
at the rate of seventy cents ($.70) per hour in addition to their regular pay.
25.2 Employees required to speak, read, and/or write Spanish or other languages
(including sign language), as well as English as part of the regular duties of their
position will be compensated at the rate of ninety cents ($.90) per hour in addition
to their regular pay.
25.3 Employees who work in a classification listed below and who are required to speak in
Spanish or other languages (including sign language), as well as English as part of
their regular duties of their position will be compensated at the rate of one dollar ($1)
per hour in addition to their regular pay.
25.4 Employees who work in a classification listed below and who are required to speak,
read, and/or write in Spanish or other languages (including sign language), as well as
17
English as part of their regular duties of their position will be compensated at the rate
of one dollar and fifty cents ($1.50) per hour in addition to their regular pay.
Part -Time Police Dispatcher I
Part -Time Police Dispatcher II
Part -Time Police Communications Operator
Part -Time Senior Police Dispatcher
Part -Time Police Communications Supervisor
25.5 The appropriate Executive Manager shall designate which employees shall be
assigned bilingual duties and which language(s) shall be eligible for bilingual pay.
25.6 The Human Resources Director shall conduct a test of competency for employees
who have been assigned bilingual duties to certify these employees eligible for
bilingual pay, except that operating departments with authorized bilingual certifiers
may conduct their own test of bilingual competency and notify the Human
Resources Director of the outcome of the test.
25.7 The effective date of bilingual pay certification shall be the first day of the pay
period following notification to the Human Resources Director of the passing of the
bilingual test by the employee as provided in ARTICLE 25.5 above. Employees
may be required to undergo a test of continued competency, upon request of the
operating department.
ARTICLE 26 - PREMIUM PAY
26.1 Employees working in classifications listed in Appendix "A" who perform
authorized work in excess of forty (40) hours in a regular work week shall be
compensated for such overtime work at the rate of one and one-half (11/2) times the
employee's regular hourly rate of pay.
26.1.1 Overtime shall be calculated to the nearest one-quarter (1/4) hour of
overtime worked.
26.1.2 All overtime must be authorized in advance by the appropriate
Administrative Manager.
26.2 Employees working in classifications listed in Appendix "A" who perform
authorized work on December 25th (Christmas Day), January 1st (New Year's Day),
July 4th (Independence Day), the first Monday in September (Labor Day), the fourth
Thursday in November (Thanksgiving Day), or the third Monday in January
(Martin Luther King Jr.'s Birthday) shall be compensated for such work at the rate
of one and one-half (11/2) times the employee's regular hourly rate of pay.
18
26.3 Shift Premium: Employees who work the following assigned shifts shall be
compensated at the rate of twenty-five cents ($.25) per hour in addition to their
regular hourly rate of pay:
26.3.1 Part -Time Traffic Controllers and/or Part -Time Traffic Control
Assistants working the "10-8 in Service" assignment shall receive shift
premium for all hours worked between 2:30 p.m. and 12:30 a.m.
26.3.2 Part -Time Park Rangers and/or Part -Time Senior Park Rangers shall
receive shift premium for all hours worked between 5:00 p.m. and 3:00
a.m. on Friday, Saturday, and Sunday. There shall be no shift premium
for any hours worked between 3:01 a.m. Monday through 4:59 p.m.
Friday.
26.3.3 Part -Time Police Dispatchers I and 11 shall receive shift premium for all
hours worked between 6:00 p.m. and 6:00 a.m., Friday, Saturday, and
Sunday. There shall be no shift premium for any hours worked between
6:01 a.m. Monday through 5:59 p.m. Friday.
26.4 Notwithstanding the above overtime provisions, there shall be no overtime pay for
the time spent, outside scheduled work hours, in attending meetings of any kind
which are for the purpose of education or training, unless required by ANAHEIM to
attend such training.
ARTICLE 27 - STANDBY
27.1 An employee assigned to court standby at times other than during his/her scheduled
work hours for the purpose of being on call as a witness on matters within the scope
of his/her employment shall be guaranteed two (2) hours of pay at his/her regular
hourly rate of pay for each calendar day of such standby duty.
27.1.1 An employee assigned to standby duty for the purpose of being on call
for two (2) separate court subpoenas for both a morning and an
afternoon session on the same day, or when an employee is carried over
from a single subpoena from a morning session to an afternoon session,
shall be guaranteed two (2) additional hours of pay at the employee's
regular hourly rate of pay for each calendar day of such standby duty.
ARTICLE 28 - DISCIPLINE
28.1 The tenure of every employee shall be conditioned on good behavior and
satisfactory work performance. An employee may be reduced in salary, suspended,
demoted, or dismissed for good and sufficient cause.
19
28.2 When in the judgment of the appropriate Department Head, Division Head, or other
appropriate manager, an employee's work performance or conduct justifies
disciplinary action short of demotion or dismissal, the employee may be reduced in
salary or suspended without pay. Upon taking such action, a written notification
containing a statement of the substantial reasons for the action shall be filed with
the employee and the Human Resources Director. No employee shall be suspended
for more than thirty (30) calendar days at any one time.
28.3 An employee may be demoted or dismissed upon recommendation of a Division
Head or other appropriate supervisor whenever in the judgment of the appropriate
Department Head the employee's work or misconduct so warrants. Upon taking
such action, the Department Head shall file with the employee and the Human
Resources Director a written notification containing a statement of the substantial
reasons for the action and the effective date of the action.
28.4 ANAHEIM and AMEA agree to stipulate to the following submission language
when discipline under this ARTICLE is submitted to an impartial arbitrator: "Was
(name of employee) [reduced in salary, suspended, demoted, or dismissed] for good
and sufficient cause? If not, what shall be the remedy?"
ARTICLE 29 - GRIEVANCE PROCEDURE
29.1 Any grievance or dispute which may arise out of the application or interpretation of
the terms or conditions of this MOU, as alleged by AMEA, shall be considered to
be a matter subject to review through the grievance procedure and shall be settled in
accordance with the procedure set forth immediately herein below, except a dispute
by an applicant regarding employment.
29.2 In those instances where discipline is imposed other than salary step reduction,
suspension, demotion, or dismissal, AMEA may submit a written request for a
review of the disciplinary action through an administrative review procedure.
29.2.1 Administrative Review Procedure:
i. The written request must be submitted to the Human Resources
Department within fourteen (14) calendar days after receipt of notice
by the employee of the disciplinary action. The Department Head or
Administrative Manager under which the discipline was
administered shall conduct an administrative review within fourteen
(14) calendar days of submission of the written request.
The Department Head or Administrative Manager shall review the
disciplinary action and may affirm, reverse, or modify the
disciplinary action as deemed appropriate. The Department Head or
Administrative Manager's determination shall be delivered in
20
writing within fourteen (14) calendar days after the administrative
review. The Department Head or Administrative Manager's
determination shall be final and binding.
29.3 Employee grievances submitted by AMEA to ANAHEIM shall be handled in the
following manner:
29.3.1 Step I. An attempt shall be made to adjust all grievances on an
informal basis between the employee, his/her AMEA representative,
and a supervisor in the employee's chain of command, up to and
including his/her manager, within seven (7) working days after the
occurrence of the incident involved in the grievance. The manager
shall deliver his/her answer within seven (7) working days after
conducting the Step I meeting.
29.3.2 Step II. If the grievance is not adjusted to the satisfaction of AMEA
in Step I, it shall be submitted in writing to the employee's
Department Head or Administrative Manager within seven (7)
working days after the Step I answer is received by AMEA. The
Department Head or Administrative Manager shall meet with the
employee and his/her AMEA representative within ten (10) working
days after submission of the grievance to him/her. The Department
Head or Administrative Manager shall review the grievance and
may affirm, reverse, or modify as deemed appropriate, the
disposition made at Step I and the Step II answer shall be delivered
to AMEA within seven (7) working days after said meeting.
29.3.3 Step III. If AMEA is not satisfied with the answer to the Step II, it
shall be submitted to an impartial arbitrator for a final and binding
decision. Such submission must occur within thirty (30) calendar
days after the Step 1I answer is received.
29.3.3.1 In the event the parties are unable to agree upon the
selection of such impartial arbitrator within ten (10)
calendar days, upon request by either party an arbitrator
shall be selected from a list of prospective arbitrators
submitted by the American Arbitration Association or
any other mutually agreed upon provider.
29.3.4 An arbitrator's decision shall be final and binding on both parties, it
being agreed that said arbitrator shall have no powers to add to or
subtract from the provisions herein, and that the laws of the State of
California shall be controlling at all times.
29.4 All expenses of any arbitration shall be borne equally by ANAHEIM and AMEA.
21
29.5 The parties may mutually agree to submit any grievance or dispute covered under
the provisions of this ARTICLE to non-binding mediation, prior to submission to
arbitration. This language is not intended to impede or delay the arbitration
process.
ARTICLE 30 - EMPLOYEE AVAILABILITY AND LEAVES
30.1 ANAHEIM and AMEA agree that availability is a condition of employment.
Employees in classifications listed in Appendix "A" shall be required to maintain
an availability of twenty (20) hours per week, except that employees in
classifications listed in Appendix "A" who are enrolled in PERS by virtue of their
employment with ANAHEIM shall be required to maintain an availability of thirty
(30) hours per week. An employee who does not maintain his/her availability, does
not report to work as scheduled, or who is otherwise absent without leave shall be
subject to discipline up to and including dismissal from their position with
ANAHEIM.
30.1.1 Employees may request, and the appropriate Executive Manager may
authorize, a modified availability less than the requirements outlined
above. An employee who does not maintain his/her modified
availability, does not report to work as scheduled, or who is otherwise
absent without leave shall be subject to discipline up to and including
dismissal from his/her position with ANAHEIM.
30.2 ANAHEIM and AMEA agree that employees in classifications listed in Appendix
"A" of this MOU; who have been continuously employed for a period of at least
one (1) full year, may be eligible for an unpaid leave of absence of up to sixty (60)
calendar days. Such leaves shall be scheduled and taken in the best interests of
ANAHEIM and shall require the prior written approval of the appropriate Executive
Manager or his/her designated representative. ANAHEIM will make every
reasonable effort to return an employee who has been on an authorized leave of
absence to the employee's previous scheduled work days and hours.
30.3 ANAHEIM and AMEA agree that employees in classifications listed in Appendix
"A" of this MOU shall be provided unpaid leave of up to three (3) consecutive work
shifts in the event of a death in their immediate family for the purpose of making
funeral arrangements and/or attending funeral services. "Immediate family" for the
purposes of this paragraph shall be defined as any relative by blood or marriage
who is a member of the employee's household, under the same roof, and any parent,
foster parent, step-parent, spouse, or registered domestic partner, child, grandchild,
brother, or sister of the employee, or any parent, foster parent, or step-parent of the
employee's spouse, or registered domestic partner, regardless of residence. As used
herein, "registered domestic partner" means that a Declaration of Domestic
Partnership has been filed with the California Secretary of State.
22
30.4 Leaves taken under the provisions of the federal Family Medical Leave Act and/or
the California Family Medical Leave Act shall be concurrent with any leave
entitlement an employee may have under the provisions of ARTICLE 30.2 above.
ARTICLE 31 - MILITARY LEAVE
31.1 ANAHEIM's policy relating to military leave and compensation therefore, shall be
in accordance with the provisions of the Military and Veterans Code of the State of
California, and with all federal provisions (Public Law 93-508).
ARTICLE 32 - TRAVEL AND MILEAGE EXPENSE
32.1 Travel expense allowance for employees while on City business shall be provided
in accordance with regulations established by the City Manager and/or the City
Council.
32.2 ANAHEIM's Mileage Reimbursement rate will be the standard mileage rate
established by the Internal Revenue Service.
32.3 An increase or decrease shall be effective the first day of the second month after the
date of publication by the Internal Revenue Service.
ARTICLE 33 - HEALTH INSURANCE
33.1 An employee working in a classification listed in Appendix "A" shall be provided
health insurance as long as he/she remains employed and is available to work, and
meets the conditions specified below.
33.2 ANAHEIM agrees to allow eligible part-time employees working in classifications
represented by AMEA to enroll in the ANAHEIM sponsored Kaiser Foundation
Health Plan.
33.3 An employee working in the classification of Part -Time Senior Park Ranger, Part -
Time Park Ranger, Part -Time Traffic Control Assistant, or Part -Time Traffic
Controller shall be eligible for coverage on the first day of the month following
completion of twenty-six (26) complete biweekly pay periods or one thousand and
forty (1,040) hours worked, whichever is sooner, or upon becoming eligible
pursuant to the Affordable Care Act (ACA).
33.3.1 An employee classified as a Part -Time Property and Evidence
Technician hired prior to March 11, 2015, shall receive health insurance
pursuant to ARTICLE 33.3. An employee classified as a Property and
23
Evidence Technician hired on or after March 11, 2015, shall receive
health insurance pursuant to ARTICLE 33.4.
33.4 An employee shall be eligible for coverage on the first day of the month following
one (1) complete calendar month after appointment to Part -Time — Thirty (30) Hour
status in accordance with ARTICLE 17.3.2 or upon becoming eligible pursuant to
the Affordable Care Act (ACA).
33.5 An employee eligible for health insurance shall be eligible for Kaiser HMO Plan 2
(full-time equivalent) after two (2) years of employment.
33.6 ANAHEIM's maximum contribution towards an employee's purchase of the Kaiser
HMO Plans (employee only) is as follows:
Kaiser HMO Plan 1 The flat -dollar amount equivalent to seventy-
five percent (75%) of the HMO Plan 2
premium
Kaiser HMO Plan 2 Seventy-five percent (75%)
(full-time equivalent)
An employee shall pay any difference between ANAHEIM's contribution and the
total cost of the Kaiser Plan.
33.7 An eligible employee pursuant to ARTICLE 33.3 above shall be eligible for Kaiser
HMO Plan I or Plan 2.
33.8 At any time during the term of this MOU, the PARTIES agree to reopen ARTICLE
33 — Health Insurance, for the sole purpose of conforming with any changes
expressly mandated by the ACA.
ARTICLE 34 - PENSIONS
34.1 Effective December 3, 2005, ANAHEIM shall provide Government Code section
21354.5 ("2.7% @ 55") retirement benefits for all eligible employees. ANAHEIM
shall pay 3.5% of the statutorily required 8% employee contribution on behalf of
eligible employees; those employees shall pay the remaining 4.5% of the statutorily
required 8% employee contribution.
34.2 Effective the pay period beginning July 3, 2015, an employee working in a
classification listed in Appendix "A" for whom the City is providing a retirement
benefit under Government Code section 21354.5 (2.7%k55), shall pay twelve
percent (12%) employee contribution to the retirement system.
24
34.3 ANAHEIM and AMEA agree that ANAHEIM will amend PERS miscellaneous
Plan for Anaheim City, Employer Number 0303, to institute a revised defined
benefit plan for covered employees hired on or after January 1, 2013. The revised
defined retirement plan shall consist of the 2.0% @ 62 defined formula
(Government Code section 7522.20(a)), with a final compensation period of three
(3) consecutive years (Government Code section 20037) and the employee paying
the full required member contribution amount equal to eight percent (8%) of
compensation earnable, plus any additional amount necessary to cause those
employees to the applicable retirement formula, as provided in Government Code
sections 7522.30 and 20516.
ARTICLE 35 - PHYSICAL EXAMINATIONS
35.1 In order to be eligible for employment with ANAHEIM, candidates shall be
required to pass a physical examination, the character of which shall be in
accordance with standards established by the Human Resources Director.
35.2 In order to be eligible for promotion or transfer to a job class in a category requiring
greater physical qualification than his/her present job class, an employee must pass
the appropriate physical examination.
35.3 An employee who returns to work after an absence in excess of five (5) consecutive
scheduled work shifts due to illness or physical incapacity may be required by
his/her Department Head to undergo a physical examination. An employee who
fails to pass a physical examination required under the provisions of this ARTICLE
may be transferred or demoted to a position requiring lesser physical qualifications
or terminated.
35.4 All physical examinations required under the provisions of this ARTICLE shall be
performed by a physician in active practice licensed by California State Law and
within the scope of his/her practice as defined by California State Law.
35.5 ANAHEIM shall pay for any physical examination required under the provisions of
this ARTICLE.
ARTICLE 36 - VACATION BENEFIT
36.1 Effective January 2010, an employee who works eleven hundred (1,100) or more
hours in the prior calendar year will be given each January a lump sum "vacation
payment" of one percent (1%) of their annual gross earnings (calendar year defined
as the period for which wages earned are reported for tax purposes). The PARTIES
agree that this provision shall survive the term of this MOU absent mutual
agreement to the contrary.
25
36.2 Effective the pay period beginning December 30, 2016, an employee who works
eleven hundred (1,100) or more hours in the prior calendar year will be given each
January a lump sum "vacation payment" of three percent (3%) of their annual gross
earnings (calendar year defined as the period for which wages earned are reported
for tax purposes).
ARTICLE 37 - NOTIFICATION OF CONTRACTING OUT
37.1 ANAHEIM agrees to notify AMEA of possible contracting out of City work or
services if such contracting out will have a significant long term impact on work
performed by employees in classifications represented by AMEA.
37.1.1 Such notification shall be given before the decision to contract out is
made; and
37.1.2 AMEA will have the opportunity to comment prior to a determination by
ANAHEIM to enter into contracting arrangements.
ARTICLE 38 - CONSTRUCTION
38.1 Nothing in this MOU shall be construed to deny any person or employee the rights
granted by federal and state laws and City Charter provisions. The rights, powers,
and authority of the City Council in all matters, including the right to maintain any
legal action, shall not be modified or restricted by this MOU. The provisions of this
MOU are not intended to conflict with the provisions of Chapter 10, Division 4,
Title 1 of the Government Code of the State of California (sections 3500, et seq.).
ARTICLE 39 - SAVINGS CLAUSE
39.1 The resolution of ANAHEIM shall provide that if any provision of this MOU or the
resolution is at any time, or in any way, held to be contrary to any law by any court
of proper jurisdiction, the remainder of this MOU and the remainder of the
resolution shall not be affected thereby and shall remain in full force and effect.
ARTICLE 40 - NO STRIKE
40.1 It is agreed and understood that under the terms of this MOU, AMEA and/or its
members shall not conduct any strikes, including sympathy strikes, slow -downs, or
work stoppages; nor shall there be any refusal or failure to fully and faithfully
perform job functions and responsibilities, by AMEA or by its officers, stewards,
agents, or unit members during the term of this MOU.
26
40.2 AMEA recognizes the duties and obligations of its representatives to comply with
the provisions of this MOU and to make every effort toward inducing employees to
do so. In the event of a strike, work stoppage, or slowdown by employees who are
represented by AMEA, AMEA agrees in good faith to take all necessary steps to
cease such employee action.
40.3 An employee violating this ARTICLE may be subject to disciplinary action up to
and including dismissal. It is understood that in the event this ARTICLE is
violated, that ANAHEIM may pursue any and all legal remedies available to it
against an employee, if the employee violates the terms of this Agreement, and/or
AMEA, if AMEA violates this Agreement.
27
ARTICLE 41 - DURATION
41.1 The terms of the MOU are to remain in full force and effect until the third day of
January, 2018. Upon adoption of a resolution approving this MOU and the terms
hereof by the City Council of the City of Anaheim, this MOU shall be in full force
and effect as of the fourth day of January 2017.
28
STAFF OFFICIALS OF THE CITY OF
ANAHEIM; a r�xc' ipal Corporation
By:
By:
By:
By:
By:
By:
By:
By: y
By:
By:
By:
By:
By:
Date: 03 - 3'-0 - / �—
APPENDIX "A" WAGES
January 4, 2017 to June 29, 2017
Classification Grade Steps Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9
Part -Time Laborer
PA 150
1
- 9
$13.34 $14.01 $14.71 $15.44
$16.22
$17.03
$17.88
$18.77
$19.71
Part -Time Librarian
PAR89
4
- 9
$24.05
$25.26
$26.52
$27.85
$29.24
$30.70
Part -Time Library Clerk
PA200
4
- 9
$13.74
$14.43
$15.15
$15.91
$16.70
$17.54
Part -Time Library Page
PA220
8
- 9
$10.02
$10.52
Part -Time Library Page Driver
PA225
8
- 9
$12.52
$13.15
Part -Time Library Technician
PA230
5
- 9
$20.21
$21.22
$22.28
$23.39
$24.56
Part -Time Park Ranger
PA 100
4
- 9
$10.71
$11.25
$11.81
$12.40
$13.02
$13.67
Part -Time Police Dispatcher I
PA310
5
- 9
$23.93
$25.13
$26.39
$27.70
$29.09
Part -Time Police Dispatcher II
PA300
5
- 9
$26.59
$27.92
$29.32
$30.78
$32.32
Part -Time Property and Evidence
Technician
PA140
4
- 9
$20.24
$21.25
$22.31
$23.43
$24.60
$25.83
Part -Time Senior Library Clerk
PA240
5
- 9
$17.82
$18.71
$19.65
$20.63
$21.66
Part -Time Senior Park Ranger
PA 120
4
- 9
$14.65
$15.38
$16.15
$16.96
$17.81
$18.70
Part -Time Traffic Control Assistant
PA 110
7
- 9
$13.33
$14.00
$14.70
Part -Time Traffic Controller
PA130
4
- 9
$14.60
$15.33
$16.10
$16.91
$17.76
$18.65
APPENDIX "A" WAGES
June 30, 2017 to January 3, 2018
Classification Grade Steps Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9
Library Page
PA220
8
- 9
11.35
11.92
Library Page Driver
PA215
8
- 9
14.19
14.90
Park Ranger
PA100
4
- 9
12.45
13.07
13.73
14.41
15.13
15.89
Part Time Library Bookmobile Clerk
PA245
4
- 9
19.67
20.65
21.68
22.77
23.90
25.10
Part Time Police Records Specialist II
PA500
4
- 9
19.82
20.81
21.85
22.94
24.09
25.29
Part Time Senior Police Dispatcher
PA320
5
- 9
33.89
35.58
37.36
39.23
41.19
Part Time Senior Police Records Specialist
PA520
5
- 9
24.97
26.22
27.53
28.90
30.35
Program Specialist
PA600
4
- 9
13.92
14.61
15.34
16.11
16.91
17.76
Program Specialist - Exempt
PA600
4
- 9
13.92
14.61
15.34
16.11
16.91
17.76
PT Forensic Specialist I
PA400
4
- 9
29.84
31.33
32.90
34.54
36.27
38.08
PT Forensic Specialist II
PA410
5
- 9
34.18
35.89
37.69
39.57
41.55
PT Laborer
PA150
1
- 9 15.38
16.15 16.95 17.80
18.69
19.63
20.61
21.64
22.72
PT Librarian
PA210
4
- 9
27.24
28.60
30.03
31.53
33.10
34.76
PT Library Clerk
PA200
4
- 9
15.56
16.34
17.16
18.01
18.91
19.86
PT Library Technician
PA230
5
- 9
22.87
24.01
25.22
26.48
27.80
PT Police Communications Operator
PA315
4
- 9
22.00
23.10
24.26
25.47
26.74
28.08
PT Police Communications Supervisor
PA325
5
- 9
38.51
40.44
42.46
44.58
46.81
PT Police Dispatcher I
PA310
5
- 9
27.10
28.45
29.88
31.37
32.94
PT Police Dispatcher II
PA300
5
- 9
30.11
31.62
33.20
34.86
36.60
PT Police Records Specialist I
PA510
4
- 9
17.83
18.72
19.66
20.64
21.68
22.76
PT Property and Evidence Technician
PA140
4
- 9
22.91
24.06
25.26
26.52
27.85
29.24
PT Senior Library Clerk
PA240
5
- 9
20.18
21.19
22.25
23.36
24.53
PT Traffic Controller
PA130
4
- 9
16.85
17.69
18.57
19.50
20.48
21.50
Senior Park Ranger
PA 120
4
- 9
17.03
17.89
18.78
19.72
20.70
21.74
Senior Program Specialist
PA620
4
- 9
17.61
18.49
19.42
20.39
21.41
22.48
Traffic Control Assistant
PA110
7
- 9
15.37
16.13
16.94
APPENDIX "B"
SPECIAL PROVISIONS
B.1 Effective the pay period beginning June 30, 2017, ANAHEIM shall provide a wage increase of two
percent (2%).
B.2 Part-time employees shall be allowed to use up to a maximum of forty-eight (48) hours of accrued sick
leave in a calendar year. It is the responsibility of such employees to adhere to all City and Department
policies and regulations regarding attendance and sick leave.
B.3 ANAHEIM shall not charge employees to replace lost or damaged proximity cards.
32
CLERK'S CERTIFICATE
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss.
CITY OF ANAHEIM )
I, LINDA ANDAL, City Clerk of the City of Anaheim, do hereby certify that the foregoing is the
original Resolution No. 2017-067 adopted at a regular meeting provided by law, of the Anaheim
City Council held on the 25th day of April, 2017 by the following vote of the members thereof:
AYES: Mayor Tait and Council Members Vanderbilt, Murray, Barnes,
Moreno, Kring, and Faessel
NOES: None
ABSTAIN: None
ABSENT: None
IN WITNESS WHEREOF, I have hereunto set my hand this 27th day of April, 2017.
"d��
CITY CLERK OF THE CITY OV ANAHEIM
(SEAL)